Effective Date: August 30, 2019
Last Reviewed: August 30, 2019
Massachusetts Law. Under Massachusetts law, an eligible employee is entitled to 8 weeks of leave at the time of (not substantially earlier or later than) the birth of a child; adoption of a child or intention to adopt a child; placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled; or placement of a child pursuant to a court order. The leave will be unpaid or paid with accrued vacation, personal or bonus time, if available (if accrued time is available it must be used). Sick time may be used only if the employee provides medical documentation related to the employee’s or the child’s illness.
Any 2 Stonehill employees shall only be entitled to 8 weeks of parental leave in aggregate. Further, an employee seeking parental leave must provide at least 2 weeks’ notice of the anticipated date of departure and of the employees’ intent to return. The employee is also permitted to provide notice as soon as practicable if the delay is for reasons beyond the employee’s control. To be considered an eligible employee, one must have been employed at Stonehill at a full-time employee for at least three consecutive months when the leave period begins.
If Stonehill allows an employee to take parental leave of more than 8 weeks, Stonehill will reinstate the employee at the end of the extended leave unless it clearly informs the employee in writing before granting any extension of the that leave that taking longer than 8 weeks of leave shall result in the denial of reinstatement or the loss of other rights and benefits.
Stonehill Policy. Under Stonehill policy, employees who meet the eligibility requirements for the Family and Medical Leave Act when the leave period begins will receive regular pay during the 8 weeks of parental leave. The 8 weeks of paid parental leave is in satisfaction of, and not in addition to, the Massachusetts requirement, such that the 8 week periods run concurrently and cannot be stacked.
Family and Medical Leave Act. Under the federal law entitled Family and Medical Leave Act (“FMLA”), eligible employees may request additional leave beyond 8 weeks, for a total of 12 weeks. The additional leave will be unpaid or paid with accrued vacation, personal or bonus time, if available (if accrued time is available it must be used). Sick time may be used only if the employee provides medical documentation related to the employee’s or the child’s illness. To be eligible for FMLA leave, at the time the leave period begins, an employee must have worked a minimum of 1250 hours in the preceding twelve-month period and have been employed by Stonehill for at least one year. FMLA leave runs concurrently with the 8 weeks granted under Massachusetts law and Stonehill policy, such that they cannot be stacked. At its discretion, Stonehill may grant additional leave beyond what is required by law or Stonehill policy.
Special Circumstances. Because of the special circumstances relating to course scheduling and teaching continuity, a faculty member may have modified duties in the semester before or after parental leave. Modification may include reduction or relief from teaching responsibilities and the assumption of other academic or research tasks. Prior to the beginning of any parental leave, a faculty member will need to discuss options with the appropriate department chair as well as the Dean of Faculty.
The Department of Human Resources shall develop and publish forms and maintain administrative procedures for processing parental leave requests.